Referrals don’t stop diversity in tech, you do!

Originally Posted on Linkedin

The most commonly cited problem with referrals is that they typically create a homogenised workforce that ‘lacks diversity’. If you look around the office/co-working space and find that you’re all pretty similar then that’s a problem. That’s not to say creativity and innovation can’t come from like-minded teams but it can easily lead to tunnel vision in your hiring process.

There’s a good chance that your team came through a combination of referrals, Linkedin stalking, a tech job board or a recruiter. This may lead you to believe that you’ve done everything you can to source a diverse workforce but in reality you haven’t.

Most hirers fall into one of two categories when prioritising potential hires; skills and experience or best cultural fit. In an ideal world you would get both. However a potential hire can tick every skills box and will be dismissed based on an arbitrary undisclosed checklist. Lack of diversity in the workplace often stems from this.

Hiring for diversity goes far beyond ethnicity, age, gender and disability. Each workplace has a unique culture, if the majority of employees lean towards the goofy and playful then hiring someone that appears staunch and rigid may not seem like a good idea. They, however, might be the one to knuckle down and really get things done when in a crunch.

Beyond personality are you blinkered by their backstory? Have you considered experienced hires looking to break into a new industry, or stay at home parents ready to get back into the workforce, the long term unemployed and those straight out of school? What are you doing to reach these groups? It’s not easy if these people are not in your immediate network, which is a common tech problem.

Here are 4 ways to add some diversity to your network and mix up the type of referrals you receive.

1) Talk to your customers

There is a popular saying that a company should look like it’s customers but in reality does a nimble tech startup really look anything like that global corporate it’s selling into? Utilise these obvious and apparent differences to see if your client can make some introductions. Their network is likely to be different from your own, so where you have good relationships be sure to ask who they know.

2) Go Local

Establish a relationship with schools, job centres, and community centres in the area and offer work experience or a shadowing programme. Instead of sticking them in the stationary cupboard counting biros get them involved in meetings, test your strap lines on them and have them explain your product back to you. Giving someone unexpected a chance might just be what the company needed.

3) Review your Job Descriptions

Review your adverts and test them, you may think it’s great but the people you want and need could be turned off by your choice of language. There is nothing wrong with knowing what type of person you want as long as you realise that you might alienating a group of people that might be an unexpected great fit (It’s time to stop hiring rockstars). Expressing that the team likes to go out seems like a great idea, but it’s unappealing to those that don’t drink or a mother with a small child at home. If your employees see this then they are unlikely to refer someone that isn’t a perfect reflection of the team. It’s amazing how many job descriptions can deter great referrals and put off perfectly capable applicants.

4) Use Tech

There are ‘questionable’ programs like Entelo Diversity that allows it’s users to explicitly search for potential candidates by ethnicity and other criteria. Or consider the Nudge app that allows, your friends and your colleagues to indiscriminately talk to the best matches for your roles. It uses a combination of skills matching and your network to present you with talent recommendations that you may not have considered before. The bigger your network the more likely you are to get diverse referrals. The app is currently in development but if you are interested in trying it, check it out here and get the early release before everyone else.

About the Author: Imriel Morgan is the Head of Content at Nudge- The Talent Referral App . Follow her updates via Nudge’s Facebook or Twitter.